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Cultural Competence

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CULTURAL COMPETENCE – SEEING LIFE BEYOND OUR OWN EXISTENCE
Cultural competence is identified in the Early Years Learning Framework (EYLF) as one of the pedagogical
practices that informs curriculum decision-making and enhances children’s learning. This fact sheet will explore
the distinctions between culture, valuing cultural diversity and cultural competence, in order to support
educator’s thinking and practices. Reflective questions are included to promote reflection and discussion.
Defining cultural competence
Cultural competence is often confused with knowledge of culture or a valuing of cultural diversity. Whilst
these three concepts share some similarities in focus, operationally they are disparate in their aims.
Developing an understanding of culture and the way in which it operates is fundamental to understanding
what it means to be culturally competent. There are many ways to understand culture. Some people may view
culture in broad terms, recognising language, behaviours, attitudes and values as an integral part of culture.
Others may have a narrower and more concrete understanding of culture, focusing on the more tangible
aspects of culture such as food, dress, music and the arts. Sociologists and anthropologists share some similar
views on culture in that they see knowledge of ones’ own culture as necessary for participating in and
understanding society. Seen in this way, culture can be defined as follows:
There are four key elements to understanding the construction of culture. These include:
1.
2.
3.
4.
“the way (people) perceive the world, the way they communicate with one another and, the things they do and
their values. Culture is the system of shared knowledge which people use to govern their own actions and interpret
the actions of others” (Partington & McCudden, 1993, p.12)
Culture is acquired - we learn about culture from others in our community, including our parents
Culture is shared - culture does not exist in a vacuum, it is shared amongst a group of people
Culture defines core values - because we have been taught our culture and share it with our cultural
group, we tend to form the same core values
Cultures resist change but are not static - culture does and can change, but change is usually slow and
gradual.
Kidd argues that “culture is seen as the cement that bonds individuals together. It is made up of shared and
collective symbols and it shapes our lives. It gives us the rules by which to live our lives. It hovers over us,
structuring the world around us”. (2002, p. 10)

Cultural diversity in the context of cultural competency
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An appreciation of cultural diversity is fundamental to cultural competence. Cultural diversity is a relational
reality, that is, it is contextual and does not exist as a static quality. All of us are different at some point in
time to the people around us. It is important to remember that at some point in time we are also similar to
the people around us. In being culturally competent individuals must take a philosophical position that cultural
diversity is not problematic. Issues and tensions arise in relation to cultural diversity in circumstances where
little or no accommodation is made for the reality of cultural diversity.
Moll and Greenberg (1990, as cited in Barrera & Corso, 2002, p. 104) suggest that culture is maintained
through the transferral of knowledge from one generation to the next. This process is referred to as “funds
of knowledge”. An example to demonstrate how “funds of knowledge” might operate is as follows:
Knowing how to greet adults who are not family members, for example, requires a specific cultural fund of
knowledge. The content of this fund differs across cultures. In some cultures, children will be taught to remain silent
as a sign of respect. In other cultures, children will be expected to step up and say “hello” and shake hands when
introduced as a sign of respect. (Barrera & Corso, 2002)
It is unrealistic to assume that cultural competence is achieved through the proficiency of funds of knowledge.
No one person can know all there is to know about a particular culture.
The term cultural competence is typically used in reference to the knowledge and skill necessary for facilitating
communication and skills acquisition across cultures (Lynch & Hanson, 1992, as cited in Barrera & Corso,
2002). For others it refers to “the ability … to respond optimally to all children and families (in ways that
acknowledge) …both the richness and the limitation of the socio-cultural context in which children and
families, as well as practitioners …may be operating” (Barrera & Kramer, as cited in Barrera & Corso, 2002,
p. 105).

Using the metaphor of mystery
What comes to mind when you hear the word mystery? For some mystery may provoke the following
thoughts:
• Finding
out more; Looking for clues; Going in search of something that is missing.
Applying the metaphor of mystery is a useful strategy to assist in increasing our ability to be culturally
competent. Freedman and Combs (1996, as cited in Barrera & Corso, 2002) suggest that mystery requires
that we attend to children and families with focused attention, patience and curiosity. In this sense, being
responsive is about being willing to not know for sure, to not know exactly what to do or what to say. All
too often when we approach other cultures with a sense of knowing, we can impede our learning. “Knowing
where we are going encourages us to stop seeing and hearing and allows us to fall asleep…[such knowing
allows] a part of [us] to rush ahead to [our destination] the moment [we] see it” (Remen, 2000, as cited
in Barrera & Corso, 2002, p. 107). Perhaps one of the most effective strategies to increase our cultural
competence is to search for clues, remain curious and retain a desire to find out more about others, whilst
always remaining open to diversity and learning.
Questions for reflection:
•
How have you come to understand cultural
competence? What does it look like on a
daily basis?
• How do you ensure you remain aware of
your own worldview and attitudes towards
diversity and difference?
• How
do you ensure that particular cultural
knowledge and practices are not given
more value or importance than others?
• How do you remain curious in your
relationships with children and families
within and across cultures?
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References and further reading:
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Australian Government Department of Education, Employment and Workplace Relations (2009). Belonging,
Being & Becoming: The Early Years Learning Framework for Australia.
http://www.deewr.gov.au/EarlyChildhood/Policy_Agenda/Quality/Pages/EarlyYearsLearningFramework.aspx
Barrera, I. & Corso, R. (2002). Cultural Competency as Skilled Dialogue. Topics in Early Childhood Special
Education, p. 103-113.
This fact sheet has been developed by Semann & Slattery on behalf of Children’s Services Central. Children’s Services Central is the Professional
Support Coordinator in New South Wales and is an initiative funded by the Australian Government under the Inclusion and Professional Support
Program. Children’s Services Central is managed by a consortium of key organisations that resource and support the sectors of children’s services
in New South Wales.